Workers have historically been protected against gender, racial, or religion discrimination. Protection against LGBTQ+ discrimination, or discrimination based on sexual orientation or transsexual status, has been established as a new category of protection in recent law. When LGBTQ+ discrimination happens, it generally entails an employee being passed over for advancements, sidelined, demoted, punished, or even fired because of their lifestyle choices. Negative treatment that produces a hostile workplace may also be included. Nevertheless, demonstrating LGBTQ+ discrimination is more difficult than showing other types of prejudice, such as race and religion.
If you are subjected to such prejudice, the first step is to record each instance. (Of course, if the activity is physically dangerous or you feel threatened, you should leave immediately.) Look for a pattern of behavior and see if you can connect it to particular instances. If you discover such a trend and can establish a discriminatory intent, you must meet with a human resources representative from the firm to explain the problem. Typically, you must exhaust all of your company’s internal dispute resolution methods before proceeding to state or federal courts. In many cases, this includes confronting individuals who are accountable for the abuse, such as your supervisor or other superiors.
The conflict must be handled professionally. Remember to be objective and avoid being emotional. The first encounter should be focused on resolving the problem and gaining answers. Threatening to sue is often ineffective, however you should be cautious to protect your right to sue if the matter is not resolved. Pose inquiries. Your case may turn out to be circumstantial at best. If your manager had valid grounds for the disparity in treatment—for example, you were not promoted because your teammate possessed a qualification you lacked—then you won’t have a case for discrimination until you can discover additional unfavorable events that indicate a pattern.
If your conversation with your supervisors does not result in a settlement, you have exhausted your company’s resolution processes, and you still think that you have been discriminated against, you may consult with a lawyer about filing a complaint or pursuing a legal action.
